5 Ways Recruitment Software Can Speed Up Your Time-to-Hire

How long does your hiring process take?

On average, it takes 27.59 days to fill a vacancy, according to 2016 statistics from HR Magazine. If your recruitment process takes longer, it can prove to be very costly.

Consider the cost of:

– Re-advertising your vacancy
– The extra time your HR team has to spend sourcing candidates
– The extra effort that other employees have to put in to cover the additional workload
– Any additional revenue lost if the open position is a revenue-generating role

What’s more, 54% of businesses have lost out on a qualified candidate because their hiring process is too lengthy. Put simply, the longer it takes you to hire, the more of an impact it has on your business.

So, how can you speed up your recruitment process?

At Webrecruit, we’re strong believers in the power of technology and the benefits that it can bring to your recruitment. A strong HR and in-house recruitment function will always rely on the people within it. However, while technology can never replace a good recruiter, it can certainly help automate some of the more tedious tasks and streamline manual processes to help them hire faster.

1. It makes it easier to stay on top of your workload

Recruiting for multiple vacancies and managing your applications through manual methods, such as emails and spreadsheets, can be stressful.

Constantly logging details on spreadsheets is time consuming and emails can easily be filed away and forgotten about.

Using recruitment software, such as an applicant tracking system (ATS), allows you to keep your inbox clear and makes it easy to keep on top of your workload because all candidates are stored within one system.

Each time you log in to your ATS, you’ll be notified of how many new applicants you need to review so you can make sure that you’re not falling behind and quickly contact those of interest.

2. Advertise your roles quickly

Many types of recruitment software, such as Webrecruit’s Fusion, contain job posting functionality that allows you to send your role to be advertised on the job boards with the click of a button.

This helps to prevent any further delays as it eliminates the task of manually posting your vacancy on each job board individually; by using your ATS, you can just select which boards you want your vacancy to appear on and voila!

Additionally, your ATS might also have social sharing functionality which allows you to automatically share your roles on your company’s social media accounts. This means that you don’t need to send requests through to your marketing team and your vacancies are able to be shared instantly without any hold-ups.

3. Easily filter out any unsuitable candidates

If there’s a skill or qualification that you need your candidates to have (this is an absolutely vital, non-negotiable piece of criteria), you can set up ‘killer’ questions within your ATS. If a candidate answers a killer question incorrectly then they will instantly be placed into your ‘rejected’ pot of applicants and an email will be sent informing them that they’ve been unsuccessful.

This prevents you from having to wade through pages and pages of unsuitable candidates, allowing you to assess the relevant applications quicker.

4. Interviews are easier to arrange

Interviews can be scheduled and logged within your ATS; simply propose a time and date for a candidate OR if you have a number of candidates to see, you can select your own personal availability and allow candidates to choose themselves from a number of designated slots. This saves you hours of time in having to co-ordinate interview slots yourself.

Additionally, you can attach documents to your templated invitation to ensure that candidates are fully briefed and prepared for their interview.

5. Keep your candidates engaged

If there’s a delay to the recruitment process and you’re not going to be able to telephone screen candidates for a couple of weeks, you can use your ATS’s shortlisting feature to keep candidates engaged.

When you progress candidates in your ATS by changing their status, an automatic email can be sent to them, informing them of your interest and that you’ll be in touch. These emails are fully customisable so you can manage candidates’ expectations accordingly.

The more you interact with candidates and keep them updated, the less likely they will be to accept another offer, putting you back to square one.

Need to speed up your hiring process? Find out more about Fusion recruitment software.